I read this article yesterday – and it has some well-made points about how to be proactive with change rather than be a passive victim. You will all know that I love to bang on about change, and being proactive and positive, so there’s a lot to like about what the author has to say.
But at the same time, something happened yesterday that showed me that despite all the models that advocate positive, well intentioned approaches – sometimes it is about the absolute smallest of details – thinking about the impact on the individual as an individual.
The situation concerns that a very long serving employee in the twilight years of a very well regarded career. Restructure after restructure, this employee employed the techniques I have advocated in this blog. He has been the ultimate company supporter and advocate.
But something happened, and it was, in many ways, the smallest, most trivial of incidents.
The employee, who had always had his own office; was told that he had to move into a shared office with two other employees because someone needed the office space due to rehabilitation related requirements.
Now, we know that organisations change, requirements change. We know that no one person has an entitlement to anything organisationally. We know that flexibility is a good thing amongst employees. So no one is disputing it may well have been an appropriate solution for the organization (or perhaps, the only solution). The issue at hand is the manner in which it was undertaken, and more importantly, the impact it has had on this employee who was unceremoniously moved with no consideration and certainly no consultation.
The outcome – one of the organisation’s greatest advocates feels unimportant. That he doesn’t matter. That he’s not seen within the organization anymore.
I can hear you all shouting – “just get over it.. it’s not a big deal in the grand scheme..” and that is exactly my point. Sometimes, it is the smallest of gestures that has the biggest impact.
The smallest things that can kill engagement dead.
So, my tip for the day; think about being on the receiving end of a change. Sometimes just the simple act of thinking about it through that lens will help inform a different approach; still achieving what the organisation needs but without the need to constantly withdraw from the employee goodwill bank.
